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Best Practices for Writing Remote Work Job Descriptions 2022

Best Practices for Writing Remote Work Job Descriptions 2022

In March 2020, employers engaged in what could only be described as the largest remote work experiment in modern history. The coronavirus pandemic led to a rapid shift from in-person office to a remote working environment. Some offices were reorganized to suit online formats, and other offices dissolved entirely. Even today as some organizations return to office work, others have opted to remain remote for the time being. So how do you focus hiring efforts around remote positions? Read on to learn about the best practices when creating job descriptions for remote work positions.

 

What to Know About Writing a Job Description for a Remote Role

Every HR department operates a bit differently, so there are no hard and fast rules regarding how you should go about your hiring decisions. That said, there are a few approaches that can make the process run more smoothly. 

  • Utilize an applicant tracking system (ATS). An ATS can help your organization streamline the hiring process.  An ATS provides functional support regardless of your size or capabilities. Our very own BerniePortal is an HRIS that helps organizations through this process every day. 
  • It is important to remain transparent about all aspects of the position. Be open about the target compensation, benefits, and other perks of the job. 
  • Be sure that prospective employees clearly understand the workplace expectations of the company. Do you plan to be remote for the next 6 months? Will you be remote indefinitely? Is this an internal position with the option to work remotely as preferred? It can create a much smoother process if all parties are on the same page from the very start.

 

How to Write a Remote Job Description

Now that you know exactly what you are looking for in a job description, how should you go about drafting it?

  1. When first drafting your description, be sure to specify the nature of the working environment somewhere at the top. In the past, employers would note this toward the bottom. However, due to the nature of the pandemic, it is important that candidates are made immediately aware of whether the job is going to fit their needs or not. 
  2. The first section should note who you are as a company and what your values are. This should be done in a concise manner, and it should emphasize the values that drive you. 
  3. Follow up that section with a brief description of the job. Note what kind of position this is and how they will be able to impact the team. This should give candidates a good understanding of what they will be doing on a daily basis and how they can make an impact using their own skills.
  4. This next section should go into the specifics of what is needed for the job. What are the qualifications that you are looking for? What kind of employee will thrive in this position? What are the expectations on a daily basis for the specified role? Include the typical working hours, especially if weekends or travel are required. Be specific but concise. If you have too few details you may receive applications from unqualified candidates. That said, if you are too narrow in your approach, you will lose top quality candidates who feel they don't quite fit the exact descriptions. 
  5. The final section should dictate the specific benefits of the job. Do you offer health insurance? What about a 401k? Do you match the 401k? Do you offer parental leave? Some candidates rely on certain benefits so list them all, no matter how small.
  6. Once you have completed the description, feel free to include other specifics, such as the home office location, the amenities provided in the office, or even the name of the CEO or hiring manager. 
  7. Lastly, consider your research on competitors and include points that will allow you to stand out among those other job postings.

 

How to Onboard Employees Remotely 

While most onboarding can be quite effective when remote, there are a few things to keep in mind when dealing with remote new hires:. 

  1. The first step is to be sure that they have access to all onboarding documentation. Provide digital access to the documentation. For example, BerniePortal’s onboarding checklist and compliance feature helps maintain the online availability of all documentation, and will also offer a checklist for completion of individual steps in the process. In the case of permanent documents such as a Culture Guide or employee handbook, be sure the employee has access for future reference.
  2. Give the employee a way to meet the team as soon as possible. This might be over a Zoom call or perhaps even a phone call. It can be very helpful to put a face or a voice to different co-workers, especially when working remotely. 
  3. Find an effective way to present the new job orientation. Orientation can make for a long first day, so plan effectively to avoid any difficulties while presenting remotely. 

All in all the same rules will stand when onboarding a remote employee as opposed to an internal employee. Remote being someone who works outside of the office in an external location such as their own home, where an internal employee is primarily located physically in the office.  The number one focus should always be retention. You have gotten the employee in the door, now show them why they ought to stay. This can be impacted by a number of factors, such as company’s culture, overall employee satisfaction, and benefits offerings. These factors should showcase your commitment to your team and values. Be sure that the process you create for onboarding your remote employees not only caters to their situation, but firmly showcases the values and mission of your organization.

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